In her human resources career guide, author Susan Strayer refers to HR management as “glue that holds people and the organization together.” The functional areas of HR can be considered ingredients that make the glue work. The HR Certification Institute requires mastery of six functional areas: business management and strategy, workforce planning and employment, human resource development, compensation and benefits, employee and labor relations and risk management.

Business Management & Strategy

Dr. Robert Fulmer, distinguished visiting professor at Pepperdine University, believes that human resources professionals need an understanding of “the business of the business” and an appreciation that “business, not HR” is the starting point for HR action. By interpreting internal and external information pertaining to operations, the industry and the market, they can propose strategy- and mission-supporting actions to align human capital with organizational needs, guide change and evaluate results.

Workforce Planning & Employment

Workforce planning and employment lie at the heart of human resources management. It encompasses planning, execution and evaluation tactics for recruitment, interviewing, pre-employment screening, selection, hiring, on-boarding, retention and exits -- all with the objectives, goals and talent needs of the organization in mind.

Human Resource Development

Training, career mapping and performance management aspects of human resource development give HR bottom-line influence. Arming the workforce with knowledge and abilities for today’s productivity needs, combined with career development opportunities to address tomorrow’s labor requirements, benefits both organization and employees. Guiding workplace performance through coaching and the appraisal process improves communication, enhances employee satisfaction and identifies areas for improvement, all contributing factors to organizational success.

Compensation & Benefits

Labor represents a significant expense for any firm. Compensation and benefits programs must support the business strategy to recruit, motivate and keep employees while adhering to employment law and controlling cost. The WorldatWork website describes this HR challenge as “an art.” HR management must be adept at designing, implementing and evaluating equitable financial rewards systems and benefit packages. These offerings juggle the management values they communicate with employee perception of individual contributions to the company.

About the Author

Trudy Brunot began writing in 1992. Her work has appeared in "Quarterly," "Pennsylvania Health & You," "Constructor" and the "Tribune-Review" newspaper. Her domestic and international experience includes human resources, advertising, marketing, product and retail management positions. She holds a master's degree in international business administration from the University of South Carolina.

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